recruiting

Do you know what your candidate funnel looks like in 2015? We asked 13 talent pros from across the spectrum for a peek into their crystal ball for finding, engaging, hiring, and retaining today’s candidates.

Click here (or on the image below) to find out what Lou Adler, Gerry Crispin, Marvin Smith, Jim Stroud and other influencers have to say about the importance of data in managing talent!

I was very fortunate to speak at the 2014 LinkedIn SourceIn event in New York last month. My topic was “I was for big data before I was against it.” Everyone was awake when I was done, so I added it to my “win” column. These are the points I addressed.

# Why are recruiters doing more posting and praying than ever before?
# Who are some masters of big data?
# How are companies using big data to improve their recruiting processes?
# How are companies using big data to improve office efficiency?
# Is big data really “the civil rights issue of our era?”
# What should companies worry about when it comes to using big data for recruiting purposes?
# Why does Jim ramble at times and get distracted so easily? (Seriously, that’s something I ask myself all the time and… squirrel!)

Tune in to the video below and let me know your thoughts? I would really appreciate it.

Jim

P.S. Click here for a list of links pointing to the articles and resources cited in my presentation.

Why is diversity still an issue in today’s board room? Why is it an issue in Silicon Valley? I don’t know for certain but, I do speculate and suggest a solution. Tune in to hear what it is. Read articles related to this podcast here: http://buff.ly/1irShaF

In this episode of The Social Recruiter, Jim Stroud interviews Joe Murphy of Shaker Consulting Group about gamification in the application process. Tune in to hear some rather interesting insights. Connect with Joe Murphy at www.shakercg.com. // Special thanks to our sponsor Randstad Sourceright!

I love me some Netflix. Such being the case, I have an emotional investment in its success. That being said, I want to share an idea on a recruitment strategy that could benefit Netflix for the life of the enterprise. Intrigued? If so, read on.

Let’s imagine that you have applied for your dream job at Netflix. At some point, you would have volunteered your email so Netflix could contact you later. Should you login into Netflix with the same email you used to apply for a job, you would get additional choices. Check out my mockup below.

Clicking the “Jobs at Netflix” option would connect you to a special landing page showcasing jobs relevant to your background and videos promoting the culture of the company. How cool is that? Now, I realize that some would prefer not to have the “Jobs at Netflix” choice on their profile and I can understand why. What if a co-worker stops by to see your new big screen TV?

“Hey,” they say. “When I login to Netflix I don’t see a jobs option. Why do you have one?”

Awkward.

So, should this strategy be enacted, Netflix should give users the ability to turn off the “Jobs at Netflix” button. They should also send them an email before the button is live on their profile along with an explanation of how it got there. Make sense?

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Who is Jim Stroud?

Over the past decade, Jim Stroud has built an expertise in social recruiting, sourcing, public speaking, community management, online video, podcasting, and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens, Bernard Hodes Group and a host of startup companies. He presently serves at Randstad Sourceright as a Senior Director, RPO Recruitment Strategies and Support.

As a serial entrepreneur, Jim Stroud has created and sold three online properties, written and co-authored books on recruiting and job search strategy. He has also been quoted in leading media resources and cited frequently for his digital influence.

Disclaimer

Comments or opinions expressed on this blog are those of their respective contributors only. The views expressed on this blog do not necessarily represent the views of my employer - Randstad Sourceright, its management or employees.